Business Management

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Natural Disasters-Unit of work

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TOOLS FOR CLIL- BY ELISABETTA NANNI

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INFORMATION TECHNOLOGY

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Communicative Language Teaching Erick Carrillo

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Ex: a small start up company have 10 employees with 5 being specialized in a particular area. They work alongside each other day after day. The employers make a decision to take a step back and let the employees create an innovative space where they can work as they please with few guidlines and rules. After a couple months, the company's sales boost because of how much creativity and innovation there is. An example of this in the real world is Apple.

Specific specializations with a mechanistic organization could be represented by individuals performing singular tasks ex: standing at an exit of a store to check receipts ( costco). This ties in with the lack of interpersonal interaction represented in the pros and cons. Employees can specialize in a wide variety of tasks. Each task (even if it is small and may seem unmeaningful) has a big impact of the company.

Organization

Mechanistic vs. Organic organizations

Organic

Definition: an organic organization is one that is very flexible and is able to adapt well to changes. Its structure is identified as having little job specialization, few layers of management, decentralized decision-making, and not much direct supervision

Can create conflict employee vs employee or employee vs employer

High administrative costs

Complexity of decisions

Lack of communication

Boundayless organization

Dynamic environment

Free spirited work environment

Creativity

MECHANISTIC

Definition : organized with a lot of structure and rules

More formalization

Static and Rigid

Work overload on manager

Benefits of specialization & fixation of responsibility

Modern Working Arrangements

Job Sharing

Alternative work schedule which eliminates full time positions and divides the position into part-time workers who share the same job title

Ana began to consider job sharing when her mother became ill. She realized that because of personal responsibilities, she no longer wanted to work on a full time bass but still wanted to be able to perserve her career skills and status with her profession.

Conflict between job sharers

Changes in partners

having bad partners

Loyalty and hard work

Better channels of communication

Best for people who get along well

Provides a time of relaxation

Flextime

a system of working a set number of hours with the starting and finishing times chosen within agreed limits by the employee.

ex: Staggered hours within a fixed schedule Start and end times differ from the typical 8:30 a.m. – 5 p.m. schedule, but the schedule each day and the days of the week are constant. • Normal Schedule: Monday – Friday from 8:30 a.m. to 5 p.m. • Flextime Schedule: Monday – Friday from 11 a.m. to 7:30 p.m.

interfere with interoffice communications

Schedule lacks supervision of employees who work nontraditional hours - could lead to non compliance with company pollicies

May compel employers to implement a sophisticated time recording system to maintain employee scheduling, monitor punctuality and supervise schedule adherance

allow employers to increase coverage beyond traditional work hours

Condensed working week

Putting more hours in per day instead of stretching them out the whole week

ex 40 hours = 10 hour days instead of 5 8 hour days .

Employees could be working unauthorized overtime

Creates difficulties with scheduled meetings

Could cause understaffing

Less supervsion at some time periods

some positions may not be suitable for longer hours

Extended hours of workplace

Employees keep full time pay and benefits

More days off

Telecommunicating

Telecommuting (also known as working from home, or e-commuting) is a work arrangement in which the employee works outside the office, often working from home or a location close to home (including coffee shops, libraries, and various other venues).

Example: Telecommunicating jobs : Software engineer, Financial analyst, Tutor/online teache

Procrastination

Mixing work and personal life

Decreased human interaction

Fewer sick days ( allows you to work from the comfort of your own home

flexible schedule

increased independence

No commuting

Job Enlargement

an increase in job tasks and responsibilities to make a position more challenging. It is a horizontal expansion, which means that the tasks added are at the same level as those in the current position

Ex: Jeff works as a trash man for the city. His boss might switch the routes that he has to cover or may ask him to pick up the recycling routes in addition to his routine trash routes. Even though JEff is not given any extra authority or challenge by taking these additionnal routes, it does provide Jeff with new tasks that he can lessen the repetitiveness of his usual trash route.

Performance can prove to be poor

Increasing the workload

Lack of training- giving employees greater depth of tasks can cause problems through their lack of experience and training.

Employees can remain motivated

Employees can receive recognition

Reduces boredom

Employees have the ability to learn new skills

Job Simplification

This job design technique in which jobs are broken into relatively easy tasks. It targets at great productivity through decreased application of physical and/or mental effort.

Example: Mass Production ( fast food, clothing etc)- Mass production is a key example of job simplification that has skyrocketed in its implementation since the industrial revolution as mechanics has become a larger and easier alternative to using manual labour workers.

Higher potential for staff boredom and accompanying issues of elevated error rates and absents

Lower job satisfaction

Expertise may be developed more quickly through staff task and repetition

Staff are less likely to be difficult to supervise and/or easier to replace

Relatively easy and quick to train staff

Job Rotation

Technique used by some employers to rotate their employees' assigned jobs throughout their employment. It was created to increase and promote flexibility and keep the employees interested in staying with the company/ organization

Mercedes is an example for a job rotation. The company's main products are vehicles. To be able to assemble them, the supervisor must move employees to different positions, since most of the employees have similar specializations and skills, job rotating is proven to be successful

possible circumstance where there is an error in training and mew employees will be taught the wrong way -- decreasing productivity

other industries might not understand why the company cannot hire more skilled and trained employees

Costly and time consuming

Helps you identitfy where employees work best

Gives employees a break from stressful job duties

Encourage development

eliminates boredom

Job Enrichment:

Method to redesign jobs, it is directed to motivate by making the work and workplace more interesting and challenging for the employees. It typically provides more responsibility and thinking to the job which in turn sprouts

Example: Altering the product or provision of service and implementing new minor changes here and there ie starbucks implementing new drinks

Potential for poor performance

Conflict with non participants

Increased workload

Lack of training

Decrease boredom

Learn new skills

Employee motivation

Receive recognition

Organizational Structures

Boundaryless

removes all boundaries ( very creative and innovative ex: Apple

laissez-faire leadership style

difficulty to manage

no clear authority

creativity

Freedom

Network

Outsource to contractors/key responsibilities ex: sweat shops

contractors lack loyalty to your business

more skilled at job ( field that they are trained for)

Cheaper to outsource

Team:

organize into independent teams ex : Group A, Group B, Group C

leads to ineficiencies

not as well organized

Generates ideas/creativity

Imrpoves teamwork

Matrix

organize into cross functional teams ( 2 bosses)

A lot of stress

double deadlines

Double workload

Improves communication throughout the company

Divisional:

organize into independent teams ex: A,B,C

duplication ( more employees) of rules in departments

more focused on service/efficient production

leads to potentially better service

Functional :

Organized by key business skills ex: accounting, sales,marketing, production.

CONS

Groupitis : It means that having 2 managers leads to difficulties in decision making

Communication issues with other departments

PROS

Specialized

Clear lines of authority